Question 1

As an appraiser,you should try to do all of the following except:

Accepted Answer

A)  minimize criticism. 
B)  change the person,not the behavior. 
C)  focus on solving problems. 
D)  be supportive. 
A)  minimize criticism. 
B)  change the person,not the behavior. 
C)  focus on solving problems. 
D)  be supportive.

Question 2

Self-appraisals are often best used for administrative decisions rather than developmental purposes.

Accepted Answer

A) True 
 B)False

Question 3

Most performance appraisals focus on long-term improvement,rather than short-term achievements.

Accepted Answer

A) True 
 B)False

Question 4

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

Accepted Answer

A) True 
 B)False

Question 5

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Accepted Answer

A) True 
 B)False

Question 6

Appraisal training for raters should focus on:

Accepted Answer

A)  establishing performance standards 
B)  eliminating subjective errors 
C)  the purpose of the appraisal 
D)  observing employee behaviors 
A)  establishing performance standards 
B)  eliminating subjective errors 
C)  the purpose of the appraisal 
D)  observing employee behaviors

Question 7

The annual or semi-annual performance appraisal should be an extension of day-to-day supervision.

Accepted Answer

A) True 
 B)False

Question 8

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the:

Accepted Answer

A)  forced-distribution method. 
B)  graphic rating scales. 
C)  BARS. 
D)  forced-choice method. 
A)  forced-distribution method. 
B)  graphic rating scales. 
C)  BARS. 
D)  forced-choice method.

Question 9

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

Accepted Answer

A) True 
 B)False

Question 10

Reasons for not using peer appraisals more frequently all the following except:

Accepted Answer

A)  retaliation by those receiving low ratings 
B)  they are simply a popularity contest 
C)  adverse court decisions 
D)  peers rely on stereotypes 
A)  retaliation by those receiving low ratings 
B)  they are simply a popularity contest 
C)  adverse court decisions 
D)  peers rely on stereotypes

Question 11

In _____,for example,the Supreme Court ruled that performance appraisals were subject to the same validity criteria as selection procedures.

Accepted Answer

A)  Albemarle Paper Co.v.Moody 
B)  California Board of Regents v.Bakke 
C)  Brito v.Zia 
D)  Griggs v.Duke Power Co. 
A)  Albemarle Paper Co.v.Moody 
B)  California Board of Regents v.Bakke 
C)  Brito v.Zia 
D)  Griggs v.Duke Power Co.

Question 12

Organizational politics can introduce bias into even the most fairly administered performance appraisals.

Accepted Answer

A) True 
 B)False

Question 13

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview,and then explore the employee's feelings about the appraisal in the second part?

Accepted Answer

A)  problem-solving 
B)  tell-and-develop 
C)  tell-and-sell 
D)  tell-and-listen 
A)  problem-solving 
B)  tell-and-develop 
C)  tell-and-sell 
D)  tell-and-listen

Question 14

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Accepted Answer

A) True 
 B)False

Question 15

Behavioral methods describe actions and outcomes that should be exhibited on the job.

Accepted Answer

A) True 
 B)False

Question 16

If a performance standard is found to be stable or consistent over time,it is said to be:

Accepted Answer

A)  free from contamination. 
B)  relevant. 
C)  reliable. 
D)  valid. 
A)  free from contamination. 
B)  relevant. 
C)  reliable. 
D)  valid.

Question 17

Managers may deflate performance ratings to make themselves look good as managers.

Accepted Answer

A) True 
 B)False

Question 18

The appraisal interview:

Accepted Answer

A)  should take place in one session in order to give the employee a complete view of his or her performance. 
B)  can be divided into two sections,though this is not advisable. 
C)  is a time for the supervisor to give feedback on past performance and should not be used for developmental purposes. 
D)  should be held in two segments because the rater must perform the role of both evaluator and counselor. 
A)  should take place in one session in order to give the employee a complete view of his or her performance. 
B)  can be divided into two sections,though this is not advisable. 
C)  is a time for the supervisor to give feedback on past performance and should not be used for developmental purposes. 
D)  should be held in two segments because the rater must perform the role of both evaluator and counselor.

Question 19

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Accepted Answer

A)  forced-distribution method 
B)  checklist method 
C)  percent method 
D)  forced-choice method 
A)  forced-distribution method 
B)  checklist method 
C)  percent method 
D)  forced-choice method

Question 20

Similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

Accepted Answer

A) True 
 B)False

As an appraiser,you should try to do all of the following except:

Self-appraisals are often best used for administrative decisions rather than developmental purposes.

Most performance appraisals focus on long-term improvement,rather than short-term achievements.

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Appraisal training for raters should focus on:

The annual or semi-annual performance appraisal should be an extension of day-to-day supervision.

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the:

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

Reasons for not using peer appraisals more frequently all the following except:

In _____,for example,the Supreme Court ruled that performance appraisals were subject to the same validity criteria as selection procedures.

Organizational politics can introduce bias into even the most fairly administered performance appraisals.

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview,and then explore the employee's feelings about the appraisal in the second part?

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Behavioral methods describe actions and outcomes that should be exhibited on the job.

If a performance standard is found to be stable or consistent over time,it is said to be:

Managers may deflate performance ratings to make themselves look good as managers.

The appraisal interview:

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

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Exam 8: Performance Management and the Employee Appraisal Process

As an appraiser,you should try to do all of the following except:

Self-appraisals are often best used for administrative decisions rather than developmental purposes.

Most performance appraisals focus on long-term improvement,rather than short-term achievements.

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Appraisal training for raters should focus on:

The annual or semi-annual performance appraisal should be an extension of day-to-day supervision.

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the:

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

Reasons for not using peer appraisals more frequently all the following except:

In _____,for example,the Supreme Court ruled that performance appraisals were subject to the same validity criteria as selection procedures.

Organizational politics can introduce bias into even the most fairly administered performance appraisals.

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview,and then explore the employee's feelings about the appraisal in the second part?

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Behavioral methods describe actions and outcomes that should be exhibited on the job.

If a performance standard is found to be stable or consistent over time,it is said to be:

Managers may deflate performance ratings to make themselves look good as managers.

The appraisal interview:

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters